Passion is defined as a strong inclination toward an activity that people like, that they find important, and in which they invest time and energy. Two types of passion are proposed: obsessive and harmonious. Obsessive passion (OP) refers to a controlled internalization of an activity in one's identity that creates an internal pressure to engage in the activity that the person likes. Harmonious passion (HP) refers to an autonomous internalization that leads individuals to choose to engage in the activity that they like. HP promotes healthy adaptation whereas OP thwarts it by causing negative affect and rigid persistence. Results from four studies involving more than 900 participants from different populations supported the proposed conceptualization.

Few cancer survivors are meeting the PA or 5-A-Day recommendations, and even fewer are meeting all three lifestyle recommendations. The association between the current lifestyle recommendations and HRQoL in cancer survivors appears to be cumulative. Interventions to increase PA and fruit and vegetable consumption and reduce smoking are warranted and may have additive effects on the HRQoL of cancer survivors.

The present paper reports two studies designed to test the Dualistic Model of Passion with regard to performance attainment in two fields of expertise. Results from both studies supported the Passion Model. Harmonious passion was shown to be a positive source of activity investment in that it directly predicted deliberate practice (Study 1) and positively predicted mastery goals which in turn positively predicted deliberate practice (Study 2). In turn, deliberate practice had a direct positive impact on performance attainment. Obsessive passion was shown to be a mixed source of activity investment. While it directly predicted deliberate practice (Study 1) and directly predicted mastery goals (which predicted deliberate practice), it also predicted performance-avoidance and performance-approach goals, with the former having a tendency to facilitate performance directly, and the latter to directly negatively impact on performance attainment (Study 2). Finally, harmonious passion was also positively related to subjective well-being (SWB) in both studies, while obsessive passion was either unrelated (Study 1) or negatively related to SWB (Study 2). The conceptual and applied implications of the differential influences of harmonious and obsessive passion in performance are discussed.

The purpose of the present research was to develop and validate a situational (or state) measure of motivation, the Situational Motivation Scale (SIMS). The SIMS is designed to assess the constructs of intrinsic motivation, identified regulation, external regulation, and amotivation (E. L. Deci & R. M. Ryan, 1985, 1991) in field and laboratory settings. Five studies were conducted to develop and validate the SIMS. Overall, results show that the SIMS is composed of 4 internally consistent factors. The construct validity of the scale is also supported by correlations with other constructs as postulated by current theories. Moreover, the SIMS is responsive to experimental induction as evidenced by data gathered through a laboratory study. In sum, the SIMS represents a brief and versatile self-report measure of situational intrinsic motivation, identified regulation, external regulation, and amotivation.

The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) is an 18-item measure of work motivation theoretically grounded in self-determination theory . The purpose of the present research was twofold. First, the applicability of the WEIMS in different work environments was evaluated. Second, its factorial structure and psychometric properties were assessed. Two samples of workers (military: N ϭ 465; civilians: N ϭ 192) voluntarily completed questionnaires. Using the WEIMS's 3 indexes (work self-determination index, work self-determined and nonself-determined motivation, respectively), results of regression analyses were supportive of its ability to predict positive and negative criteria in the workplace. Results also showed the adequacy of both its construct validity and internal consistency. Its factorial structure was also invariant across samples. Finally, its quasi-simplex pattern and relationships with psychological correlates further supported the self-determination continuum. Overall, these findings provide evidence for the applicability as well as the reliability and validity of the WEIMS in organisational settings. Results are discussed in regard to the applicability of self-determination theory to the workplace.